Medical University of Warsaw / Warszawski Uniwersytet Medyczny

GENDER EQUALITY BODIES

Anti-mobbing committee

Responsibilities:

- Identifying instances of mobbing/sexual harassment

- Formulating proposals concerning prevention and mitigation of the results of mobbing/sexual harassment, and conflict solving (after collecting all required data)

- In cases of reported mobbing, conducting an investigation to devise ways to solve the conflict

Legal basis: Annex no. 1 to Rector’s ordinance no. 101/2008 in 23.10.2008 – Procedure for preventing mobbing, discrimination and sexual harassment at the Medical University of Warsaw

Source: https://www.wum.edu.pl/uczelnia/wladze/wladze-rektorskie/komisje-rektorskie

 

 

Trusted Confidant

Responsibilities:

- Taking actions to prevent, investigate and counteract mobbing, discrimination and sexual harassment at the Medical University of Warsaw (informing, training, receiving reports and investigating reported cases)

Legal basis: Annex no. 1 to Rector’s ordinance no. 101/2008 in 23.10.2008 – Procedure for preventing mobbing, discrimination and sexual harassment at the Medical University of Warsaw

Source: https://praca.wum.edu.pl/content/przeciwdzialanie-mobbingowi-dyskryminacji-i-wykorzystywaniu-seksualnemu-w-warszawskim-uniwer

 

 

GENDER EQUALITY MEASURES

Work-Life balance

Flexible working arrangements:
- Flexible career trajectory scheme: researchers and teachers work in a  “task-time” regime;
- It is possible to work part-time.
Source: https://www.wum.edu.pl/files/banery/2017.03.17_medical_university_of_war...

Childcare support:
- Funding for nurseries and kindergartens.
- Funding for recreation and leisure for families.
Source: https://www.wum.edu.pl/files/banery/2017.03.17_medical_university_of_war...

 

Decision-making and leadership

Promoting equal representation in decision-making: gender balance of the Staff presented in the Policy of employees’ recruitment at Medical University of Warsaw as a goal to being achieved through gender-balanced recruitment commissions.
Legal basis: Appendix to the Rector's ordinance no. 59/2018
Source: https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_59...

 

Career progression

 Following the national labour law, the Staff Rules of MUW include regulations concerning the employer’s commitment to equal treatment in employment, prevention of mobbing and discrimination in employment and providing information to employees about these regulations. Discrimination or mobbing are treated as an egregious breach of the basic duties of an employee.  Moreover, an appendix to this document contains provisions derived from national labour law regarding equal treatment in employment.
Legal basis: Appendix to the Rector's ordinance no. 107/2019 of 5 September 2019. Staff Rules
Source: https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_10...

 

Mobbing, Sexual harassment

Internal procedure for preventing mobbing, discrimination and sexual harassment at the Medical University of Warsaw and appointment of Trusted Confidants and the Anti-mobbing Committee. 
Legal basis: Annex no. 1 to Rector’s ordinance no. 101/2008 in 23 October 2008 – Procedure for prevention of mobbing, discrimination and sexual harassment at the Medical University of Warsaw
Source: http://www.wum.edu.pl/files/dokumenty/zarzadzenia-rektora/2008/zarzadzen...

As mandated by the national labour law, the Staff Rules of MUW include provisions regulating the employer’s commitment to prevention of mobbing and discrimination in employment and providing information to employees about these regulations. Discrimination or mobbing are treated as an egregious breach of the basic duties of an employee. 
Annex no. 2 to the Staff Rules of MUW concerns prevention of mobbing, as required by national law;
Legal basis: Appendix to the Rector's ordinance no. 107/2019 of 5 September 2019. Staff Rules;
Sources: https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_10...
https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_10...

As part of the anti-mobbing policy, obligatory training of all employees in the field of mobbing and sexual harassment, along with prevention thereof; regular lectures (held at least once a year) or anti-mobbing policies for employees; developing informational materials on mobbing and sexual harassment, and making them available to employees.

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation